1 Policy Statement

University employees appointed on a continuing or fixed term basis will normally serve an initial probationary period prior to having their continuing appointment confirmed.

(Approved by Council June 1998)

2 Procedures

2.1 Probationary period

At the commencement of employment, employees appointed on a continuing basis will serve a probationary period and undertake reviews at the intervals set out below.

If, during the probationary period, an employee is granted any continuous periods of leave of one month or more (including periods of leave for maternity or illness/injury purposes), the maximum probationary period will be the period nominated above plus an additional period which equates to the period of leave taken.

For fixed term appointments of 1 year or less, in any classification, a maximum probationary period of 3 months will apply.  All other fixed term appointments extending beyond 1 year will be subject to a probationary period of normally one-third of the fixed term appointment. Any second or subsequent fixed-term appointment in the same classification level and/or in the same functional area will not contain a probationary period.

In exceptional circumstances, the probationary period may be waived or shortened.  The usual probationary period can be waived or shortened by a recommendation of the selection panel to the Vice-Chancellor.  In making the recommendation/decision, the selection panel and the Vice-Chancellor will have regard to prior service, qualifications, experience and the performance of the appointee in their previous position. A decision to waive, shorten or apply a probationary period will be stated in the employee's letter of appointment.

An existing employee moving to a new position within the University will not normally be required to serve a probationary period provided the employee has satisfactorily completed their initial probationary employment with USQ.  However in exceptional circumstances, a probationary period may apply.

2.2 Performance reviews

Following commencement of a new employee, Human Resources will provide the relevant delegate with instructions and timelines for the completion of necessary probationary reviews. Further information on the performance review process can be found in the Performance Planning and Review policy and procedure.

The relevant delegate will ensure that performance reviews are carried out by the due date.

Where probationary reviews are not carried out or not reasonably documented by the due date, it will be assumed that such procedures were not necessary and the employee's performance will be deemed to be satisfactory.

2.3 Confirmation of appointment

Following the last probationary review the appropriate Delegate will make a written recommendation by the due date to the Executive Director, Human Resources confirming or terminating the appointment.  The employee will be advised of the decision in writing.

2.4 Termination of appointment

The employee's appointment may be terminated at any time during the probationary period in accordance with the provisions and procedures contained within the Termination of Employment policy and procedure.

2.5 Documentation

The documentation to be used for the probation process is available from the Human Resources website.

All completed documentation will be retained by the faculty or section on a confidential file until the end of the process.

At the completion of the probationary process all documentation will be forwarded to Human Resources for action and confidential storage.

3 Other Policy Information